Social media is changing, and so should your recruitment strategy.

Crystelle Reyes
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Even before the pandemic, designing a social media recruitment strategy was common practice. Almost 85% of American companies say they use it with success. The pandemic has quickly transformed how we interview and onboard new employees. But it is social media that is changing the way we engage with potential candidates and applicants long before their interview. Will the traditional CV be outdated soon?

Social media transforms the traditional CV.

Tiktok recently hit 1bn monthly active users and has done so in record time since launching in 2016. Its rise demonstrates the preference for video content on social media and how important it is for recruitment strategies to stay up to date with trends like these. With increasing popularity in video content, the traditional CV is already making place for a more creative and personal way of pitching one’s work experience.

TikTok is testing a tool that can help brands recruit new employees, allowing users to post a video resume that can look like an elevator pitch or work experience summary. But the effect of social media on recruitment strategies is not just limited to TikTok; some Australian recruitment firms have already reported businesses requesting cover letters in the form of a video pitch. Video CV’s can streamline the online hiring process and allow employers to assess a candidate for communication and presenting skills ahead of an interview. Recording a video as part of an interview process could be standard practice in a couple of years.

It is unlikely that the video CV will completely overtake the traditional CV. Concerns that have been raised so far include the elimination of bias. Does a video CV allow you to be selected based on how you look and speak, rather than on your actual competencies and skillset? Many organizations might prefer to use the blind CV in their initial selection process to eliminate as much bias as possible and make the video part of the later stages in the interview.

With increasing popularity in video content, the traditional CV is already making place for a more creative and personal way of pitching one’s work experience

Career & recruitment advice on social media.

There is a wealth of resources available on social media for recruitment and career advice. On TikTok and Instagram in particular, the hashtag #careeradvice first gained momentum in the first half of 2021: totaling more than 80 million views. Using hashtags like #careeradvice, #hrtiktok, #careertok and even #recruitersbelike, anyone can find advice ranging from setting boundaries in the workplace, adapting their social profiles to attract interest from recruiters, or how to answer specific interview questions.

Much of the advice geared towards the late millennials and the gen-z audience is no different from career advice in books, podcasts or resources offered to students by universities, but it is the form in which it is consumed that is different. In bitesize video’s, career influencers or ‘careerfluencers’ like @jackiecaves and @apowermood (both ranking up in the hundreds of thousands of followers) offer their audience practical and immediately applicable tips to a wide range of viewers, also making career advice more accessible.

Early adopting organizations have already spotted opportunities on TikTok, creating accounts specifically geared towards short videos representing the day to day while working in their organization, promoted by entry-level and associate workers in their business. Video content is not just an innovative way of presenting a CV; it is also becoming a more popular strategy of presenting an organization, employer brand and current employees to draw in new talent. Hudson RPO is experienced in creating video content and employer branding strategies; click here to learn how we helped one of our clients.

Social media as the new Glassdoor.

Reviewing an experience with an employer now goes further than Glassdoor. Social media is not only changing the way candidates get career advice; it is also used to review and compare employers, benefits, and recruitment processes. One of many examples is this discussion on Reddit’s r/Ausfinance, comparing benefits in times of the great resignation per industry.

Another example is how careerfluencers rate and share their employment experiences and communications with companies. Just a couple of days ago, @jonathanwordsofwisdom posted an Instagram reel explaining how a positive experience with a recruiter at Goldman Sachs, after being rejected for his first interview, helped him land a job offer later on. His 327.000 followers on Instagram (and 850.000 on TikTok) can also find updates on his experiences with his onboarding process at Cisco, highlighted on his profile in story highlights.

While these are examples of positive experiences, content like this goes both ways. Youtube videos of people sharing their ‘interview horror stories’ by platforms like BuzzFeed Video with 20 million subscribers are no exception.

Video content is not just an innovative way of presenting a CV; it is also becoming a more popular strategy of presenting an organization.

While watching these videos, other videos in which former employees share their worst experiences while working for Subway, Apple, and IKEA pop up in recommendations. Online lists of the worst communication by talent sourcers and recruitment rejections are easy to find, and last year June, an open letter addressing the workplace culture of BrewDog went viral on Twitter.

Reviewing employers can evidently go two ways. But another trend is the way in which the conversation about corporate culture is opened by pages like @humorous_resources, @just.me.rod and @1.corporatemillennial without relating to one employer or industry specifically. Though the content on these pages seems light-hearted and focused on office- and corporate humor, many of the uploaded posts also cover topics like burn-out, performance anxiety, and the challenges of corporate culture younger generations might face when entering the workplace. By doing so, they are offering essential insights into what the millennial and Gen Z workforce experiences.

Your social media recruitment strategy.

The world of social media changes quickly and influences the way candidates engage with the job market and potential employers. A social media recruitment strategy is crucial and should be reflected in your organizations’ employer branding, sourcing strategies and recruitment technology. An RPO partner can help you keep abreast of the ever-changing and fast-paced world of social media recruitment strategies. Hudson RPO has assisted clients by improving their employer brand, online presence, and our talent sourcers are skilled in finding and talking to candidates on social media. Keep reading about what Gen-Z looks for in employers, or chat to one of our experts.

Crystelle Reyes

Marketing Executive

Crystelle is responsible for marketing activity in the EMEA region. Having started in the industry as a talent sourcer in the Hudson RPO academy, she has first-hand experience in sourcing and recruitment strategies. In her role, she combines this experience with her background in marketing to write and create relevant content and post on our social media channels.

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